Employment Law Compliance Plan

Employment Law Compliance Plan

Maria Blain

University of Phoenix

HRM 531

November 10, 2014

Dr. Andrea Diese

[pic]

MEMO

To: Tracie Goldeman

From: Maria Blain

Cc: Learning Team A

Date: 10 November 2014

Re: Employment Law Compliance Plan

The Employment Law Compliance review conducted for Landslide Limousine Service for Bradley Stonefield on 11/07/14 has the following noted:

The critical employment laws Mr. Stonefield should consider are The Fair Labor Standards Act, Title VII of the Civil Rights Act of 1964, Civil Rights act of 1991, Texas Minimum Wage Act, Americans with Disability Act, Immigration Reform and Control Act of 1986 (IRCA), and the US Department of Labor FairPay Overtime Initiative.

The below graph indicates the basic interpretation of the first five law and the consequences associated with non-compliance of each law.

|Law/Act |Summation |Non-Compliance |

|Fair Labor Standards Act (FLSA) |The FLSA was passed on June 25, 1938. FLSA sets |Compensatory and punitive damages up to |

| |minimum wage, overtime pay, equal pay, record keeping |$300,000 depending on the size of the company |

| |and child labor standards | |

|Title VII |Federal law prohibiting employers from discriminating |Compensatory damages up to $50,000 |

| |against employees on the basis of sex, race, color, | |

| |national origin, and religion. (Generally applies to | |

|...